41–50 of 552 posts
Goes to show that there is a far-greater-than-1% chance that you're legitimately in somebody's top 1%.
> "We’ve seen that most engineers only have the stomach for a limited number of interviews. Investing time in the wrong companies carries a high opportunity cost." I suspect in addition to not having the "stomach" for an unlimited number of interviews, they don't have the vacation days to burn for them. Let's say you are working already and have 10 days a year vacation (pretty standard). With these ridiculous all-day…
A good example of why working at a place with such restrictive PTO is a trap. But, around here we like to have philosophical discussions about how unlimited vacation time is the real trap. I dunno, guys. It seems to work pretty well for me.
[deleted]
Me? I have wondered if I should make job applications a hobby regardless if I want a new job right there or not.
(oh, btw: I have had good work, without time between since 2007, when I had a few weeks between two jobs. I'm just so tired of wasting time on the recruitment process.)
> "We’ve seen that most engineers only have the stomach for a limited number of interviews. Investing time in the wrong companies carries a high opportunity cost." I suspect in addition to not having the "stomach" for an unlimited number of interviews, they don't have the vacation days to burn for them. Let's say you are working already and have 10 days a year vacation (pretty standard). With these ridiculous all-day…
It's not only the applicants who have limited time. The startup founders are also time constrained. You can't found a successful startup if you spend 10+ hours a week interviewing potential employees. I suspect much of the initial bias and "hard line" preferences are due to a startup's unwillingness to spend inordinate amounts of time interviewing candidates to find that one diamond in the rough. Imagine 4 of every 1…
Earlier quoted context omitted.
Not at a YC company, but yeah my guess would be that it's hard to get the trend followers on board with other stuff. I've anecdotally seen myself a lot of candidates (esp at the recent-university/recent-MS level) who've taken some ML courses cause it's trendy and sounds interesting but (a) don't have a serious enough interest in it or knowledge of how to apply it well enough to be a good fit on our ML teams and (b) a…
Author of the post. I think that this is exactly right. I don't know what motivated the companies to put that policy in place (they just told us that they had this preference). But I can speculate. There is an epidemic of interest in ML. Four out of 5 college grads we speak to list it as an interest. I think that interest has grown to the point where it's no longer any kind of signal about technical strength, and per…
> "We’ve seen that most engineers only have the stomach for a limited number of interviews. Investing time in the wrong companies carries a high opportunity cost." I suspect in addition to not having the "stomach" for an unlimited number of interviews, they don't have the vacation days to burn for them. Let's say you are working already and have 10 days a year vacation (pretty standard). With these ridiculous all-day…
Wait, what?
Is it really this bad in the States?
Earlier quoted context omitted.
Or just start off with a proper number of days. Two weeks seems so short, especially if you get sick. 15 days total seems about right.
Was just having this conversation -- is there any precedent for offering different teams and/or differing levels of tenure different vacation packages? My husband used to work at Groupon and said it was really challenging to give all entry-level sales people unlimited vacation because they tended to abuse it. However, unlimited vacation may work well for more tenured positions or even for different types of teams (en…
I like the ontology of programmers. Are there any other efforts to do this? Anything data driven or externally validated? Given what a big role personas and demo/psycho-graphics play in marketing, I'm surprised that I haven't heard more about then in the context of hiring and managing.
Yeah (author of the blog post here), I think it's a powerful idea. I don't know of any other public attempts to do this (most ideas about hiring stay locked up inside companies). I'd love to hear any ideas you have. Email me at ammon@triplebyte.com
Earlier quoted context omitted.
Or just start off with a proper number of days. Two weeks seems so short, especially if you get sick. 15 days total seems about right.
Was just having this conversation -- is there any precedent for offering different teams and/or differing levels of tenure different vacation packages? My husband used to work at Groupon and said it was really challenging to give all entry-level sales people unlimited vacation because they tended to abuse it. However, unlimited vacation may work well for more tenured positions or even for different types of teams (en…
Facebook, Google, etc commonly use the contractor technique, where anyone you want to work for you but not give benefits becomes an independent contractor, or works for a vendor. Eg, the cooks in the Facebook kitchens.